CAJ | 학술논문

目的：探讨某军队医院各科室聘用制护士人格特征的差异及其与组织承诺、离职倾向的相关关系，为护理人力资源管理提供科学依据。方法采用护士心理调查问卷（包括护士工作满意度量表、组织承诺量表、离职倾向量表和艾森克人格量表）对各个科室一线聘用制护士进行调查，分析各科室护士人格特征的差异及其与组织承诺、离职倾向的相关关系。结果发现P，N，L3个维度上各组存在统计学差异（P＜0．05）。维度E与情感承诺、维度N与规范承诺呈负相关关系，有统计学意义（P＜0．05）。维度P与离职倾向、维度N与继续承诺呈负相关关系，维度L与离职倾向呈正相关关系，有显著性差异（P＜0．01）。结论医院管理部门应将心理检测纳入护理人才招聘工作，根据人格特征理论筛选护士；同时，领带层应该使相关奖励机制和晋升政策公开透明，并征求意见建议，增强护理员工满意度。工作安排上强调人与事相宜，事与职匹配，充分发挥其作用，保证医疗护理质量。
목적：탐토모군대의원각과실빙용제호사인격특정적차이급기여조직승낙、리직경향적상관관계，위호리인력자원관리제공과학의거。방법채용호사심리조사문권（포괄호사공작만의도량표、조직승낙량표、리직경향량표화애삼극인격량표）대각개과실일선빙용제호사진행조사，분석각과실호사인격특정적차이급기여조직승낙、리직경향적상관관계。결과발현P，N，L3개유도상각조존재통계학차이（P＜0．05）。유도E여정감승낙、유도N여규범승낙정부상관관계，유통계학의의（P＜0．05）。유도P여리직경향、유도N여계속승낙정부상관관계，유도L여리직경향정정상관관계，유현저성차이（P＜0．01）。결론의원관리부문응장심리검측납입호리인재초빙공작，근거인격특정이론사선호사；동시，령대층응해사상관장려궤제화진승정책공개투명，병정구의견건의，증강호리원공만의도。공작안배상강조인여사상의，사여직필배，충분발휘기작용，보증의료호리질량。
Objective To explore the relationship between personality characteristics , the organizational commitment and turnover intention of employed nurses in different departments of military hospital , and to provide scientific basis for nursing human resource management .Methods A survey of employed nurses in the first line of each department was carried out by using the nurses'psychological questionnaire .Results There were statistically significant differences in P (psychoticism), N (nervous) and L (hide) (P<0.05).Dimension E (introversion and extroversion ) and affective commitment , dimension N and normative commitment were negatively correlated ( P <0.05).Dimension P and turnover intention , dimension N and continued commitment are negatively correlated , the dimension of L and turnover intention are positively related (P<0.01) Conclusion Psychological testing should be included in the recruitment of nursing staff , for screening nurses according to their personality characteristics .Related incentives and promotion policies should be open and transparent to enhance the satisfaction of nursing staff .